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  • 1
    Electronic Resource
    Electronic Resource
    Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next? (2001)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 9 (2001), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: As we begin the new millennium, it is an appropriate time to examine what we have learned about personality-performance relationships over the past century and to embark on new directions for research. In this study we quantitatively summarize the results of 15 prior meta-analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance. Results support the previous findings that conscientiousness is a valid predictor across performance measures in all occupations studied. Emotional stability was also found to be a generalizable predictor when overall work performance was the criterion, but its relationship to specific performance criteria and occupations was less consistent than was conscientiousness. Though the other three Big Five traits (extraversion, openness and agreeableness) did not predict overall work performance, they did predict success in specific occupations or relate to specific criteria. The studies upon which these results are based comprise most of the research that has been conducted on this topic in the past century. Consequently, we call for a moratorium on meta-analytic studies of the type reviewed in our study and recommend that researchers embark on a new research agenda designed to further our understanding of personality-performance linkages.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00160
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  • 2
    Electronic Resource
    Electronic Resource
    META-ANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVE-FACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES (2003)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 56 (2003), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The purpose of this study is to examine the nature and magnitude of the relationship between 2 widely accepted models for classifying individual differences–the 5-factor model of personality and Holland's RI-ASEC occupational types. Based on extensive meta-analyses, our results illustrate that there are meaningful relations between some FFM personality dimensions and some RIASEC types. The strongest relationships were obtained between the RIASEC types of enterprising and artistic with the FFM personality dimensions of Extraversion and Openness to Experience, p= .41 and .39, respectively. Three other RIASEC types had moderate correlations with at least 1 FFM personality trait. In contrast, the realistic type was not related to any FFM personality traits. Multiple regression analyses in which each RIASEC type is regressed on the FFM scores (based on meta-analytic estimates), revealed a multiple R of .11 for realistic, .26 for investigative, .42 for artistic, .31 for social, .47 for enterprising, and .27 for conventional types. The overall conclusion from the study is that although FFM personality traits and RIASEC types are related, they are not merely substitutes for each other.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2003.tb00143.x
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  • 3
    Electronic Resource
    Electronic Resource
    THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS (1991)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 44 (1991), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ 〈 .10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1991.tb00688.x
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  • 4
    Electronic Resource
    Electronic Resource
    ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS (2000)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 53 (2000), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study investigated whether interviewers can assess Big Five personality traits during a job interview. Four raters (self, interviewer, friend, and stranger) assessed the applicant's personality. Results from ratings for 73 applicants demonstrated that interviewer ratings of applicant personality correlate higher with self-ratings (r̃= .28) than do stranger ratings (r̃= .09) but less than ratings from close friends (r̃= .39). However, correlations between interviewer ratings and self-ratings were smaller for the two job-relevant personality traits, Conscientiousness (r̃= .16, n.s.) and Emotional Stability (r̃= .17, n.s.) than for the other three personality traits. Variance in ratings suggested the applicants managed their self-presentation on these two traits during the interview. Thus, although interviewers can and do assess personality during the interview, they are not able to assess those traits that would best predict later job success. Finally, the moderating effect of interview design (i.e., structure and content) was assessed. The results revealed that job-relevant interviews, situational interviews, and behavioral interviews did not affect an interviewer's ability to assess personality. Although there was a small (positive) effect for more structured interviews, this affect was modest. The results of this study suggest that future research should examine whether the interview can be designed to assess personality directly, and what the gains to predictive validity are by doing so.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2000.tb02424.x
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  • 5
    Electronic Resource
    Electronic Resource
    THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN (1999)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 52 (1999), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The present study investigated the relationship of traits from the 5-factor model of personality (often termed the “Big Five”) and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to retirement. The most general findings were that conscientiousness positively predicted intrinsic and extrinsic career success, neuroticism negatively predicted extrinsic success, and general mental ability positively predicted extrinsic career success. Personality was related to career success controlling for general mental ability and, though adulthood measures of the Big Five traits were more strongly related to career success than were childhood measures, both contributed unique variance in explaining career success.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1999.tb00174.x
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  • 6
    Electronic Resource
    Electronic Resource
    FIVE REASONS WHY THE “BIG FIVE” ARTICLE HAS BEEN FREQUENTLY CITED (1998)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 51 (1998), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skill/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (p 〈10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1998.tb00743.x
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  • 7
    Electronic Resource
    Electronic Resource
    Assessing the Utility of Stochastic Employee Movements (1991)
    Oxford, UK : Blackwell Publishing Ltd
    Decision sciences 22 (1991), S. 0 
    Details
    ISSN: 1540-5915
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This article illustrates the substantial effects employee movements (i.e., movements due to employee promotions, transfers, and separations) have on the value of a human resource intervention. Two methods for estimating differential employee movements are presented and their resulting utility estimates are contrasted and compared. Finally, the advantages and disadvantages of each procedure are discussed as well as the value such information provides to organizational decision makers.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1540-5915.1991.tb01269.x
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  • 8
    Electronic Resource
    Electronic Resource
    A REVIEW OF QUALITY CIRCLE EFFICACY AND THE EXISTENCE OF POSITIVE-FINDINGS BIAS (1987)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 40 (1987), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Literature on the impact of the quality circle process upon both individual and organizational outcomes was reviewed and, on average, demonstrated the intervention's effectiveness. In addition, two moderating factors were identified and their influence reported. Finally, the potential for a positive-findings bias was investigated, with no significant positive-findings bias found. It is suggested that this bias may be an artifact resulting from the inclusion of “popular-press” articles with research-oriented studies. The implications of this finding and the existence of other threats to quality circle efficacy are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1987.tb00616.x
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  • 9
    Electronic Resource
    Electronic Resource
    SELF-MONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE (2005)
    350 Main Street , Malden , MA 02148 , USA , and PO Box 1354, 9600 Garsington Road , Oxford OX4 2XG , UK and PO Box 378 Carlton South , 3053 Victoria , Australia . : Blackwell Publishing
    Personnel psychology 58 (2005), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study examined the hypothesis that self-monitoring moderates the relationship between Big Five personality traits and interpersonal performance. The findings from a sample of 102 employed Executive MBA students reveal that when self-monitoring was high the relationships between 3 of the Big Five personality traits (Extraversion, Emotional Stability, and Openness to Experience) and supervisory ratings of interpersonal performance were attenuated. These effects were replicated using peer ratings of interpersonal performance for Extraversion and Emotional Stability but not for Openness to Experience. Further, as expected, self-monitoring did not moderate the relationships between personality traits and supervisory or peer ratings of task performance. Implications for future research in the area of personality and other motivational theories are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2005.00716.x
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  • 10
    Electronic Resource
    Electronic Resource
    HIGHER-ORDER DIMENSIONS OF THE BIG FIVE PERSONALITY TRAITS AND THE BIG SIX VOCATIONAL INTEREST TYPES (2005)
    350 Main Street , Malden , MA 02148 , USA , and PO Box 1354, 9600 Garsington Road , Oxford OX4 2XG , UK and PO Box 378 Carlton South , 3053 Victoria , Australia . : Blackwell Publishing
    Personnel psychology 58 (2005), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The purpose of this study was to identify higher-order dimensions that explain the relationships among the Big 6 interest types and the Big 5 personality traits. Meta-analyses were conducted to identify an 11 × 11 true score correlation matrix of interest and personality attributes. Cluster analysis and nonmetric multidimensional scaling were used to identify 3 dimensions that explained relations among the 11 attributes: (a) Interests versus Personality Traits; (b) Striving for Accomplishment Versus Striving for Personal Growth, and (c) Interacting with People Versus Interacting with Things. Overall, results clarified the relationships among interests and personality traits by showing that 3 rather than 2 dimensions best explain the relationships among interests and personality traits.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2005.00468.x
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